Induction programmes… step one to getting the best out of your new employees

Getting the right people on board is a mission in itself, but integrating them effectively and smoothly into your business is a whole new challenge. If you want your new employees to fit into their new role with ease, get to grips with ‘the way you want things done’, you need to commit time, patience and a lot of energy - the rewards however are worth it.

This month we look at the induction process, providing you with advice and tips on how to quickly yet effectively bring new employees up to speed in your business. We also cover probationary periods and how to manage poor performance during the early days with a new employee.

In addition we are welcoming a new team member (yes, lots of my time is spent on induction planning and training lately – so this is a subject close to my heart).
 

Welcome Karen Dumper

Karen (number two) joined our team last week as a HR Consultant. Karen will be working 20 hours a week and already we have been keeping her busy on reviewing employment agreements, preparing job descriptions and of course, undertaking her induction programme. Karen has excellent generalist HR experience, expertise in reward and remuneration and a special interest in leadership development.

More about Karen

Induction planning

Every business, large or small, should have a well-planned induction programme. The more time that’s spent helping a new employee adjust to their new work environment, culture and role, the more likely it is that they’ll become an effective, contributing team member. Find out the benefits of induction planning and the pointers on implementing a good induction programme in your business.

Induction planning 101

What about the rest of us?

Whilst you may make the effort to look after your new employees, don’t forget to communicate any changes relating to new staff members in your business to the rest of the team. Following are tips on how to make sure your team doesn’t feel left in the dark when the new addition arrives.

Existing staff induction

Approachable Lawyer article

Bob was fed up with hiring the wrong staff. Twice he had his fingers burnt. The first time he ended up defending a personal grievance and the second time the employee in question made a number of very costly mistakes before eventually resigning. This time was going to be different: now Bob had an employment agreement which contained a 1 month probationary period…

Why you can’t just fire an employee at the end of a probationary period’?

Our freephone number - 0800 4 pod hr (0800 476 347)

Please pass our new number on to anyone who you think we might be able to assist with HR matters. Or, test it yourself by calling a member of our team today.

Pod’s Poll

Last month we wanted to know ‘Do you offer benefits to your employees in addition to their base salary?’ 67% said ‘yes’ and 33% said ‘no.’ We are finding our clients are really starting to look outside the box in terms of reward and remuneration and this is going a long way towards retaining key employees.

This month we want to know ‘Do you have an induction plan for new employees?’

Vote this month and then send an email to confirm your vote, you will go in the draw to win a full induction plan for any upcoming position that you are recruiting within your business, valued at $500 -$1000 depending on the level of the position. So whilst the entry to the competition is a little long winded, we are sure that you will agree, this would be a fantastic prize to win for your business.

Vote on Pod's Poll

Facebook

Follow us on Facebook this month and the first 20 followers to sign up before 30th June as ‘fans’ will go in the draw to win a bottle of Moet!

Until next month keep updated with us by following Facebook.  

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